Bangor University Pension and Assurance Scheme Consultation on Proposed Changes to the Scheme

1. Bangor University Pension and Assurance Scheme Consultation on Proposed Changes to the Scheme October 2009

2. Agenda for today Background to the proposals Mike Davies, Director of Finance Details of the proposals Ted Belmont or Graham Burgess (Xafinity, pensions advisers) Next steps Mike Davies Questions

3. Purpose of consultation • Consultation means ensuring that employees: • understand the proposed changes and their impact • have the opportunity to ask questions • are given a forum for expressing their views, which the employer must consider • Consultation is not negotiation • The consultation period runs until 22 December

4. Purpose of Today’s Meeting

5. Why Changes are Necessary • Financial pressures on the University • Budgetary constraints and reduced income • Increasing costs of a Defined Benefit pension scheme • Need to reshape the Scheme to ensure that we can continue to provide Defined Benefit pensions • Proposals discussed in UPAS Review Group since June 09

6. Two Types of Pension Scheme • Defined Benefit • Defined Contribution

7. Defined Benefit • A ‘promise’ is made to each member that they will receive a pension calculated in accordance with a specified formula - so the pension, the ‘Benefit’, is ‘Defined’ • The cost of financing the pension ‘promise’ is not fixed. Employers have to make up any shortfall caused by poor investment returns, increasing longevity, legislation changes etc. • All the risk lies with employer, not the employee

8. Defined Contribution • Contributions from members and employer are fixed (“defined”) • Contributions are invested, then used to buy a pension at retirement • Size of pension depends on • level of contributions • investment performance • cost of buying a pension at retirement • All the risk lies with employee, not the employer

9. Pension Provision is Changing “Cost is driving the move from DB to DC” (The Guardian 17/08/09) Why have pension costs increased? • Disappointing investment returns • Tax treatment of pension investment dividends • Lower interest rates • People living longer Employers’ Response • Closure of Defined Benefit Schemes to future accrual • Shift to Defined Contribution schemes

10. This is what we are not proposing to do

11. And the public sector is not immune • 27% of Welsh council tax goes on council pensions (Welsh Conservative Party reported in Western Mail) • An increased retirement age and a move to Career Average must be seriously considered in the Local Government Pension Scheme (Mike Taylor, Chief Executive, London Pension Fund Authority) • “We will need to look at each of these schemes in the public sector and make sure they are sustainable” (Yvette Cooper, Secretary of State for Work and Pensions)

12. BUPAS - The proposed changes No changes to benefits you have already built up

13. SUMMARY OF CURRENT BENEFIT CALCULATION

14. Bangor University Pension and Assurance SchemeCurrent Basis 1/80th Pensionable Service x Years and days of Scheme membership

15. Bangor University Pension and Assurance SchemeCurrent Basis 1/80th Pensionable Service Final Pensionable Salary x x Highest of 3 calculations

16. Bangor University Pension and Assurance SchemeCurrent Basis 1/80th Pensionable Service Final Pensionable Salary Annual Pension x x = Example: 1/80 x 20 years x £24,000 = £6,000 p.a.

17. Cash sum at retirement ‘Automatic’ cash = 3 x pension Member can choose to exchange pension for additional cash (within HMRC limits) Cash is tax-free under current legislation

18. WHAT IS CAREER AVERAGE? Sometimes called CARE = Career Average Revalued Earnings

19. Final Salary v Career Average • Final Salary - stayer Linked to your personal salary increases Pension at retirement Pension earned in Year X • Final Salary - leaver Linked to your personal salary increases until you leave Then linked to price inflation (RPI) Pension earned in Year X Pension at retirement • Career Average Linked to price inflation (RPI) throughout Pension at retirement Pension earned in Year X

20. The CARE Pension no change change from ‘Final Pensionable Salary’ Career Average Revalued Earnings (CARE) 1/100th Pensionable Service Annual Pension x x =

21. Features of Career Average • Based on earnings throughout period of membership (instead of earnings at the end) • Maintains the certainty of a Defined Benefit scheme • Fairer between members

22. How a CARE pension builds up – example A member’s Pensionable Salary in year 1 is £24,000. For that year the CARE pension earned would be  1  x £24,000 = £240 per annum 100th In year 2 Pensionable Salary increases to £27,000, the CARE pension earned would be  1  x £27,000 = £270 per annum 100th In year 3 Pensionable Salary increases to £28,500, the CARE pension earned would be  1  x £28,500 = £285 per annum 100th In year 4 Pensionable Salary, owing to a move to a less demanding role, reduces to £27,300, the CARE pension earned would be 1 x £27,300 = £273 per annum 100th

23. How revaluation works Cash = 3 x pension

24. WHAT ABOUT MY PENSION EARNED PRIOR TO THE CHANGES?

25. The Pension Earned So Far – no change! • CARE starts on 1 March 2010* • Pension earned prior to 1 March 2010 calculated on current basis: 1/80th x Pensionable Service x Final Pensionable Salary – link maintained = Annual Pension From joining BUPAS to 28 February 2010* As at date of retirement (or leaving) Cash basis on 3/80 build up rate is the same * Illustrative date – not yet fixed

26. HOW WILL THE CONTRIBUTION INCREASE AFFECT ME?

27. Member contributions • Increase from 7.1% to 7.85% of Pensionable Salary • Increase is 0.75% but you get tax relief • For basic-rate taxpayer, net cost is 0.6%

28. Example • John’s pensionable salary is £20,000 • He currently pays 7.1% of £20,000 = £1,420 p.a. • Proposed contribution is 7.85% of £20,000 = £1,570 p.a. • So extra cost to John is = £ 150 p.a. = £12.50 a month before tax = £10 a month after tax relief

29. OTHER CHANGES PROPOSED

30. Early retirement – Pre-97 members only • Retirement at the University’s request • Unreduced pension if over age 60 • No change proposed • Voluntary retirement • Unreduced pension if over age 60 • Proposed reduction to future-service element

31. Personal Pension Account comparison • Compares BUPAS pension with a notional Defined Contribution pension • Member gets whichever is higher (BUPAS pension in 99%+ of cases) • Proposal is to drop this comparison for future service.

32. OTHER CHANGES NOT PROPOSED

33. Changes not proposed • Reduction in spouse’s pension rate • Reducing the rate of pension increase once in payment ie a ‘cap’ on inflation linking • Increasing member contribution rate to 9% • Closing the scheme to new entrants • Adopting a two tier scheme

34. WHAT HAPPENS NEXT?

35. The Ongoing Consultation • Feedback to the University • University response to feedback included on ‘Question & Answer’ bulletin posted on notice board and intranet • Consultation ends on 22 December • Outcome of the consultation will be announced early in 2010

36. QUESTIONS / COMMENTS s/clients/University of Wales, Bangor/Benefits/Company/Strategy/Presentation Oct 09 v3